I was excited to see your job opening for Human Resource Assistant on Mesa County Workforce Center page. I have about six years of experience with human resource functions. This includes but is not limited to interviewing, hiring and dismissal of employees, setting up and keeping employee files current, to training employees and updating employees on company policies and procedure that change. I also have experience with employee benefits. You will also notice in my resume that I have experience with being an accounting assistant that included, time keeping, correcting any time discrepancy, payroll, printing payroll checks, payroll taxes and A/R, A/P. I have also been involved in providing employees training on new computer software programs.
I come in here and do what I'm asked without hesitation, I am always a team player. I don't complain about things, I am always respectful and professional to my co-workers and our patients. Everything that I wanted to do this year have been placed on hold because of this. I didn't plan on being a Front Office Assistant forever. Whenever something happens in this office you can ask my manager I am always trying to think of the bigger picture and find ways to improve things here. The accusations that were brought against me are totally not my character. Take some time to ask the people I work with on the daily.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Count to ten- one, two, three, four. The cool room smells of chemicals from the sanitation products used on everything. Thirteen people all cooped up with masks, gloves, and scrubs. As they are preparing for their job mine has already been done. I back away and let the surgeon take over as I watch the patient's vital signs like a hawk. For a moment, there is complete silence as everyone prepares to begin the long, grueling surgery. I feel especially tense given I’m just a baby when you compare me to the veteran doctors that surround me. I have studied and worked hard my entire life to be able to do this. Tick.Tock. The hours go by. The tension in the air grows thicker with every passing second, as the surgery becomes more riskier. The career
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
f you think you've encountered this ad before, you are correct. We have hired six people in the last few months and we are ready to hire again. This will probably be the longest, most honest and detailed, employment ad you will ever read on Craigslist or anywhere else.
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
At first, I was thinking Administrative Professional but, my heart is steering me towards Human Resources Generalist. I have been taking classes for the Administrative Professional and was going back and forth and couldn’t decide. Most of the classes I have taken can be used for both goals. I was trying to avoid Human Resources because of the math class that is a requirement because I’m scared of math. After talking with the counselor and telling her that I enjoyed dealing with employees by handing out pay checks to employees, made employee schedules, photo-copied and handed out to employee’s schedules, filing employee records and handing them vacation slips, printing out forms for what the employees needed, and looking up answers in the policy
I am going into the field of human resource management for my professional career. Human resource management entails recruiting, interviewing, and hiring potential workers. By becoming a human resource manager I would deal with employee relations, training, and payroll. I would also arrange, propose, and coordinate an organization’s administrative functions. To become a human resource manager, one has to have a specialized education, training, and experience in human resource management all while following its code of ethics.
If you don’t have a deep background in accounting, but if you are strong in math, then don’t worry, you’ll be able to pick it up fast enough once you’re on the job. If you do have a background in accounting, then it gives you a nice edge.
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.